Good morning, Madam Chair and committee members. Thank you very much for the opportunity to discuss Operation Honour and our efforts to provide a safe and respectful environment for all.
I am the Director General of Professional Military Conduct. My organization leads the strategic level planning and coordination for the Canadian Armed Forces’ efforts to address sexual misconduct.
Our group engages with internal and external groups, such as subject matter experts, academics and advocacy groups, to discuss our approach, and solicit input, feedback and advice.
While Operation Honour remains very much a work in progress, the CAF has taken significant steps to address all forms of sexual misconduct in support of this crucial mission. We have implemented important foundational work in the areas of policy, procedures, training and education, and support for those affected. We acknowledge that there is much more work to do and I want to assure you that we are continually striving to enhance our approach.
Any form of sexual misconduct is unacceptable. It harms our people, erodes team cohesion and jeopardizes our operational effectiveness. All CAF members have a duty to report all incidents to the chain of command. However, depending on the nature of the incident, it may be reported to the military police, Canadian Forces national investigation service, civilian police or the integrated conflict and complaint management service.
We acknowledge that reporting can be the source of significant stress for affected persons. When people come forward, we must ensure that they are heard, supported and that any allegations are referred to the appropriate authorities. For this reason, there are a number of options for individuals to seek care and support without submitting a formal report through to the chain of command, most notably through the sexual misconduct response centre, which operates independently from the CAF.
Our first concern is always with the well-being of our members. We never want the stress of reporting to prevent someone from getting the care and support that they need. That said, we know we need to do everything we can to reduce the barriers to reporting so that anyone who experiences or witnesses sexual misconduct feels safe and supported to come forward.
In her 2015 report on sexual misconduct and sexual harassment in the CAF, former Supreme Court justice, the Honourable Marie Deschamps made it clear that culture change is key to addressing sexual misconduct within our ranks. She was absolutely right.
Most recently, in the fall of 2020, we released a culture change strategy to guide and coordinate Operation Honour efforts across the CAF. The Path to Dignity and Respect includes a framework for addressing sexual misconduct through culture change, an implementation plan and a performance measurement framework.
This strategy is informed by, and very sensitive to, the experience of those who have been affected by sexual misconduct within the CAF. It also draws on research, evidence and recommendations from subject matter experts and stakeholders.
The strategy establishes a comprehensive, long-term approach for preventing and addressing sexual misconduct targeting culture. It is a significant step in the right direction but it is by no means the final version. We will continue to engage with experts, stakeholders and those who have been affected, to discuss the strategy, solicit feedback and refine our approach.
We know we have much more to do, and we will. In pursuit of the total culture change of which the minister has spoken, we know that we have much more to do, and we will. We will not stop until all CAF members can deliver operational excellence with the full support of an institution that fosters mutual trust, respect and dignity.
Madam Chair, ladies and gentlemen, thank you very much. I look forward to taking your questions.